PRM Exam 3 with Questions and
Correct Answers 2025
What is a needs analysis? - CORRECT ANSWERS Determine number and type of
employees needed for pharmacy's workload
Differentiate job descriptions and job specifications - CORRECT ANSWERS Duties of job,
chain of command, etc.
Requirements to fulfill the position, skills, etc.
Where and how do we advertise for and recruit pharmacists? Would that differ for non-
professional personnel? - CORRECT ANSWERS Word of mouth is common
Referrals, government agencies, advertising, campus recruitment, professional meetings,
walk/call/write-ins, w/in organization, head hunters
Newspaper (especially Sunday) is common
Pros and cons of hiring internal vs external applicants - CORRECT ANSWERS Internal
-Create openings at lower levels
-Save time and money
-Boost morale
-Uncover hidden talents
-Lack of qualified personnel
-Difficult transitions
-"Who you know" promotion
-Domino effect on training
-Lack of fresh ideas
External
-New graduates have lower starting salary
-Unemployed: available, lower salary
-Why are they unemployed?
Importance of having applications - CORRECT ANSWERS Good for preliinary screening
ID areas to further explore with candidate
For documentation purposes
Importance of performing reference checks - CORRECT ANSWERS Past performance is
good indicator of future performance
Help in screening process
, Interview process - CORRECT ANSWERS Provide info not easily obtained from other
sources
Pleasant setting, minimize distractions
Be familiar with job specifics, review documents and find needed info, outline
Warm-up
Open ended questions
Should include: essentials of job, tour, explanation of organization structure/expectations
Conclusion: convey positive image of position, final questions, when to expect decision
Get other people involved (ask secretary about interaction before interview)
What might be covered in employee's orientation? - CORRECT ANSWERS Duties
Performance expectations
Organization values
Employment details (insurance, retirement, profit sharing programs)
Policies and procedures
Understanding of why tasks are performed certain why
Explain how/when to obtain info
Details on working relationships
Job behavior standards
Performance appraisal process - CORRECT ANSWERS Friendly, non-threatening
environment, no interruptions
Review employee's results and compare goals
Have all supporting documents available
Review strengths first and how to build
Gradually introduce needed improvements and how to achieve
Use concrete examples
Formulate specific action plan with timeline
Document
Should do this informally every day as needed so it doesn't build up
Termination process - CORRECT ANSWERS 1) Provide warnings regarding problem and
document
2) Examine all alternatives
3) If have to fire, do it your self
-Private location
-Timing in regards to if they still have to work
-Collect keys and business items
-Have documents for proof
4) Be direct and clear about process; don't apologize or give false hope
5) Expect negative reaction; may want to have witness for security/verification; prepare
written records
6) Be sensitive to other employees
Correct Answers 2025
What is a needs analysis? - CORRECT ANSWERS Determine number and type of
employees needed for pharmacy's workload
Differentiate job descriptions and job specifications - CORRECT ANSWERS Duties of job,
chain of command, etc.
Requirements to fulfill the position, skills, etc.
Where and how do we advertise for and recruit pharmacists? Would that differ for non-
professional personnel? - CORRECT ANSWERS Word of mouth is common
Referrals, government agencies, advertising, campus recruitment, professional meetings,
walk/call/write-ins, w/in organization, head hunters
Newspaper (especially Sunday) is common
Pros and cons of hiring internal vs external applicants - CORRECT ANSWERS Internal
-Create openings at lower levels
-Save time and money
-Boost morale
-Uncover hidden talents
-Lack of qualified personnel
-Difficult transitions
-"Who you know" promotion
-Domino effect on training
-Lack of fresh ideas
External
-New graduates have lower starting salary
-Unemployed: available, lower salary
-Why are they unemployed?
Importance of having applications - CORRECT ANSWERS Good for preliinary screening
ID areas to further explore with candidate
For documentation purposes
Importance of performing reference checks - CORRECT ANSWERS Past performance is
good indicator of future performance
Help in screening process
, Interview process - CORRECT ANSWERS Provide info not easily obtained from other
sources
Pleasant setting, minimize distractions
Be familiar with job specifics, review documents and find needed info, outline
Warm-up
Open ended questions
Should include: essentials of job, tour, explanation of organization structure/expectations
Conclusion: convey positive image of position, final questions, when to expect decision
Get other people involved (ask secretary about interaction before interview)
What might be covered in employee's orientation? - CORRECT ANSWERS Duties
Performance expectations
Organization values
Employment details (insurance, retirement, profit sharing programs)
Policies and procedures
Understanding of why tasks are performed certain why
Explain how/when to obtain info
Details on working relationships
Job behavior standards
Performance appraisal process - CORRECT ANSWERS Friendly, non-threatening
environment, no interruptions
Review employee's results and compare goals
Have all supporting documents available
Review strengths first and how to build
Gradually introduce needed improvements and how to achieve
Use concrete examples
Formulate specific action plan with timeline
Document
Should do this informally every day as needed so it doesn't build up
Termination process - CORRECT ANSWERS 1) Provide warnings regarding problem and
document
2) Examine all alternatives
3) If have to fire, do it your self
-Private location
-Timing in regards to if they still have to work
-Collect keys and business items
-Have documents for proof
4) Be direct and clear about process; don't apologize or give false hope
5) Expect negative reaction; may want to have witness for security/verification; prepare
written records
6) Be sensitive to other employees
